Group 1: Event Overview - The event titled "Breaking the Game and Reshaping the Future - Talent Evolution in the AI Era" was successfully held in Shanghai, focusing on talent policies, industry trends, and organizational changes in the context of AI [1][3] - Over 60 HR executives and business leaders from technology innovation companies attended the event, including representatives from companies like Siemens Medical and Honeywell [1][3] Group 2: Policy Insights - Shanghai's talent settlement policy aims for "total control" and "structural optimization," creating diverse pathways for talent settlement, including "household transfer, talent introduction, overseas student settlement, and special talent recognition" [4] - The policy is designed to balance total quantity and structure, inclusivity and exclusivity, as well as efficiency and fairness, aligning with Shanghai's strategic positioning in global resource allocation and technological innovation [4] Group 3: Industry Trends - The AI and semiconductor sectors are identified as key drivers of global innovation, with companies encouraged to leverage their data advantages to create differentiated solutions and avoid resource wastage [5] - The event highlighted the transformation of organizational structures towards a model that includes full-time employees, digital employees, and agile outsourcing, emphasizing the importance of innovative talent in the AI era [6][8] Group 4: Talent Supply Chain and Recruitment Strategies - The demand for innovative talent is increasing, with a focus on technical experts, cross-disciplinary leaders, and practical pioneers [6] - Companies are advised to adopt flexible recruitment strategies, including expert services, to attract core talent in technology and management [6][10] Group 5: AI Integration in HR Practices - AI is reshaping human resource management, becoming an integral part of the recruitment process, particularly in screening candidates for entry-level positions [8] - The use of AI in recruitment processes is noted to enhance the experience for both companies and candidates, although human expertise remains crucial for selecting senior talent [8][9] Group 6: Future Directions - Companies are encouraged to embrace AI actively to navigate future challenges, with a focus on integrating AI into HR practices and enhancing operational efficiency [10] - The event provided a multi-dimensional perspective on implementing talent strategies in the AI era, aiming to help technology innovation companies overcome talent bottlenecks and build a robust talent supply chain [10]

日本《每日新闻》 4 月 27 日文章，原题：为什么只有他一直受到关注？用进化心理学分析 " 一见钟情 " 在 校园里擦肩而过的那位同学，电视里让人目不转睛的昭和偶像——你是否有过"一见钟情"的经历？其 实，这种心动的感觉，是经历了漫长岁月后在人类大脑中形成的机制。那么，当我们心跳加速、怦然心 动时，究竟是从对方的脸上读取到了什么信息呢？日本人类环境大学研究进化心理学的森本裕子副教授 和中嶋智史副教授来揭开"面孔与吸引力"的秘密。 为了生存的本能策略 我们容易对帅哥美女心动的现象背后，是经过长久演化后，生物为了生存而形成的一种本能策略。"并 不是因为对方有魅力才让人心动，而是因为我们在潜意识中判断和这个人结合有助于繁衍后代，所以才 觉得对方有吸引力。"森本裕子解释道。 人类的大脑是在数百万年的狩猎采集过程中进化形成的，吸引特定异性的心理机制，正是在那段时期产 生。面对野兽袭击、传染病、饥荒等恶劣环境，选择一个合适的伴侣、留下健康的基因，成了生死攸关 的重要课题。因此，大脑才进化出能在瞬间从异性的容貌中捕捉信息、唤起情感反应的机制。 " 有魅力的脸 " 四大共通点 我们会被什么样的容貌所吸引呢？虽然每个人的喜好 ...

Core Insights - The summit focused on new career opportunities and transformation paths in the context of AI, low-altitude economy, and green energy, emphasizing the importance of aligning personal growth with industry trends [1][22] Group 1: Regional Industry Advantages - Chengdu has established a differentiated advantage in sectors like chip design (annual scale exceeding 30 billion), AI algorithms (25% of high-paying positions), and medical technology (AI imaging penetration rate of 35%), positioning itself as a hub for technological innovation in Western China [5] - Leading companies in Chengdu's chip sector, such as Huawei HiSilicon and Zhenxin Technology, offer annual salaries ranging from 350,000 to 1.2 million [5] Group 2: Salary Structure Insights - In comparison to Beijing's "olive-shaped" salary distribution, Chengdu exhibits a "pyramid-shaped" structure where 70% of workers are in entry-level positions (8,000-15,000), while only 12% occupy high-paying roles, indicating a need for career advancement through industry positioning and skill enhancement [5] Group 3: Wealth Accumulation Pathways - The summit introduced a five-stage wealth accumulation theory, highlighting the significance of the "golden career period" (ages 29-35) and advocating for diversified asset allocation in high-growth industries, citing examples like Shenzhen's housing prices increasing tenfold in eight years and Huawei's stock compounding growth [5] Group 4: AI and Career Development - The discussion on AI's impact on career paths outlined three stages of AI technology penetration: infrastructure layer (e.g., OpenAI), application tools layer (e.g., Manus AI), and industry transformation layer (e.g., AI-driven supply chain optimization in Chengdu's tea industry) [9][10] - Strategies for career transition included deepening industry chain engagement, empowering traditional industries with AI, and the rise of "super individuals" leveraging AI for creative endeavors [12] Group 5: Enhancing Workplace Competitiveness - The "constant-variable" career evolution model was proposed, emphasizing the identification of personal strengths through assessments and the need for career choices to align with individual values [14] - The summit highlighted that AI serves as an amplifier rather than a replacement, urging professionals to focus on unique human skills that AI cannot replicate, such as empathy and critical thinking [16] Group 6: AI in Job Seeking - Practical applications of AI in job seeking were discussed, including building a career knowledge base, optimizing resumes using AI tools, and managing professional image through social media [18][20] - The summit concluded with a call for individuals to integrate their strengths with market demands to achieve exponential career growth, positioning 2025 as a new starting point rather than an endpoint [22]

新任命4位管理层人员 洛阳钼业公告显示，因个人原因，袁宏林向公司董事会申请辞去董事长、非执行董事及董事会相关专门 委员会委员职务，该辞呈于公司股东大会增补相关董事的决议作出之时生效；辞呈生效之前，袁宏林将 继续履行前述相关职务。因个人原因，李朝春向公司董事会申请辞去副董事长、执行董事、战略及可持 续发展委员会委员及首席投资官职务，辞呈生效日期为送达董事会当日。 4月25日，洛阳钼业召开相关会议，同意增补阙朝阳、刘建锋为公司第七届董事会执行董事候选人。另 外，公司同意聘任阙朝阳为常务副总裁兼首席运营官、刘建锋为首席投资官、Kenny Ives为副总裁兼首 席商务官、谭啸为副总裁。 公告显示，阙朝阳1970年9月出生，曾任紫金矿业集团海内外多个大型项目、区域公司、事业部总经 理，集团公司副总裁兼总工程师。阙朝阳具有丰富的矿业投资并购、勘查、项目建设及运营经验。 刘建锋1977年1月出生，历任中国海油集团商务总监、复星国际洛克石油执行董事兼首席财务官、洲际 油气执行总裁兼首席财务官、新奥能源执行董事兼总裁及湖州燃气股份有限公司副董事长兼非执行董 事，主导多宗大型跨国并购与资源整合项目。 每经记者 王佳飞 每经编辑 ...

1 、 《 宇树机器人商业化路径分析 》摘要 2、 《 中国精密减速器行业全景分析与未来展望 》摘要 ■ 宇树机器人（Unitree Robotics）近期成为广告界的顶流，特别是在社交媒体和春晚等大型平台 上，凭借其幽默且具互动性的表现吸引了大量关注。 ■ 这一营销策略已帮助宇树科技与多个行业大牌合作，如科技、快消和互联网品牌，其中包括跨界站 台、舞台走秀、直播带货等活动，极大提升了品牌曝光度。 ■ 宇树机器人参与了多个广告项目，尤其是以G1、H1、Go2为主角，这些机器人展示了多种技能，如 唱跳、走秀和直播带货。 ■ 通过与大品牌的合作，宇树不仅提升了知名度，也加深了消费者对其产品的印象，尤其在竞争激烈 的机器人市场中，早期建立强大的品牌形象至关重要。 ■ 自2020年A轮融资以来，宇树的财务报告显示其连续五年盈利，且产品通过自主研发大幅降低了生 产成本，具备了强大的市场竞争力。 ■ 尽管宇树在C端市场通过价格亲民的策略和不断优化产品体验迎合消费者需求，但机器人普及仍面 临价格和实用性的双重挑战。 ■ 精密减速器主要功能是通过多级齿轮结构将电机的高转速转化为机械臂所需的低速大扭矩输出，从 而决定了机器人在 ...

Core Viewpoint - The article discusses a significant sell-off trend in the ETF market, highlighting a potential $700 billion in outflows, which raises concerns about market stability and investor sentiment [1]. Group 1: Market Trends - The ETF market is experiencing a notable shift, with a reported $700 billion in potential sell-offs, indicating a significant change in investor behavior [1]. - This sell-off trend is attributed to various factors, including rising interest rates and inflation concerns, which are prompting investors to reassess their portfolios [1]. Group 2: Investor Sentiment - The article emphasizes that the current market conditions are leading to increased volatility, affecting investor confidence and decision-making processes [1]. - There is a growing trend of investors moving away from traditional ETFs towards more specialized investment vehicles, reflecting a shift in investment strategies [1].

以下文章来源于明亮公司 ，作者主编24小时在线 明亮公司 . 追踪新商业、好公司，提供一手情报与领先认知。 作者：苏打 出品：明亮公司 2024年，看似传统的零售行业，依旧生长出很多新鲜事。山姆与胖东来活成了"流量密码"，名创优 品业绩斐然并入主永辉，泡泡玛特更是一路高歌，海外业务势如破竹。 找到有效解决方案的品牌正给市场带来新的启示。进入2025年，新茶饮品牌也重新开始贯序冲击 IPO，逐渐修复行业活力。但伴随行业格局趋于稳定，以加盟模式为主的品牌如何实现更高加盟体量 下的高效管理，或许是"链主"企业们需要思考的一个新课题。 「明亮公司」获悉，近日，古茗加盟之家公众号发布《关于新加盟商开店政策调整的通知》，此次公 布的2025新加盟政策中，"在店经营"被高亮强调，这在历年加盟政策中是最显著的一次。 据悉， 与2 024 年同期相比，古茗 2025年1月 的 业绩同比增长10%，其中三、四线城市的门店业绩 表现整体水平更好 。自2月12日于港交所上市以来，截至2月27日上午收盘，古茗（1363，HK）港 股报价12.06港元，较开盘价9.98港元累计上涨超20%。 高亮「在店经营」，拒绝投资型加盟 就加盟模式 ...

哈佛 "赤足" 教授：人天生会跑，与鞋无关。 文丨曾梦龙 制图丨黄帧昕 编辑丨钱杨 为了不被狮子吃，人类的祖先要跑步。为了捉住山羊吃，他们也要跑步。200 万年前，跑步是人类生存和 繁衍的必要本领。后来，罗马人发明转动绞车用来提升重物的工具，成为最早接近跑步机的装置。英国发 明家在 1818 年将其改进后，用来惩罚罪犯。 如今健身房中的人们，将两三倍体重的重物举过头顶视为寻常。要是放在石器时代，人类会觉得这项活动 古怪、危险、浪费体力、毫无意义。"跑步机" 也会让他们感到头皮发麻，不仅要消费能量，而且还在原地 奔跑，还得另外花钱。 人类进化生物学的方法则是结合实验、田野调查、考古和化石等方法的博物学研究。利伯曼和同事会去肯 尼亚、坦桑尼亚、墨西哥、格陵兰岛等不同环境，研究狩猎采集者、自给自足型农耕者，与现代工业化国 家的人们对照。他们也会把古人类的化石与现代人、类人猿、其他动物对比分析。有时，实验和测量能帮 他们理解不同人群和不同物种的差异。最后，他们会将不同人群的生物学证据链和行为证据链整合到生态 和文化图谱中的相应位置，从而获得一个相对整全的认知。 对塔拉乌马拉人等狩猎采集者和农耕者的田野调查就启发了利伯 ...

以中转集运新政为起点，西部电商生态开始进化。 今年的双十一电商大战已拉开帷幕，各大平台均于近期推出相关策略。 互联网公司西行之下，西部电商生态正被勾勒出一副新图景。 东西商流的鸿沟 按照中国互联网络信息中心的统计，截至 2024 年 6 月 30 日中国网购用户规模已超过 9 亿，占网民整体的 82%。即便网购渗透率已居高不下，东西部商流之间的差距仍非常悬殊。 在 2022 年国内电商销售额大盘中，东部地区占比高达 90.46%，中部占比为 6.28%，而西部地区份额仅为 3.26%。 西部地区拥有的网店数量在全国占比为 4.58%，销量占比 4.53%；其中食品生鲜占西部整体销量高达 51.39%，位居第二的日用百货（消费品）占比 17.18%。 东中西部线上消费的用户年龄和性别分布，均呈现出较高的一致性，商流差距如此之大，一方面因为东部 地区的互联网基础设施更加完善、市场化程度更高、私营经济更活跃，以及与电商发展相匹配的物流供应 链更夯实。另一方面，东部地区电商销售的产品结构比较多元和均衡，西部地区电商销售的产品结构则较 为单一化、集中化。 例如，虽然西部地区与东部销售额第一的品类都是 3C 数码产品，但 ...